Introduction Guide

Welcome to Maverick Wellness Partners

Maverick Wellness Partners helps healthcare organizations connect with qualified clinical talent. Our focus is on building trust with physicians, advanced practice providers, CRNAs, and other specialized healthcare professionals while helping facilities fill important roles that support patient care.

Purpose of this guide

This guide is designed to help new recruiters understand the business, the 1099 independent contractor structure, the commission-based payment model, and the step-by-step recruiting process used to source, qualify, and submit strong candidates.

The recruiter role is relationship-driven. The best recruiters do more than send resumes. They understand the opening, identify the right candidate profile, create professional outreach, screen for genuine fit, and keep communication organized from first contact through the candidate's first day.

This document is an onboarding guide only. It does not replace the independent contractor agreement, company policies, client requirements, or any written commission terms provided separately.

What Maverick Wellness Partners recruits for

Physicians

Family Medicine, Internal Medicine, Anesthesiology, Radiology, Breast Imaging, Surgery, and other clinical specialties depending on client needs.

Advanced practice providers

Nurse practitioners, physician assistants, CRNAs, and other advanced clinical providers for permanent and locum-style opportunities.

Healthcare facilities

Hospitals, health systems, medical centers, outpatient clinics, specialty practices, and other healthcare organizations.

Candidate relationships

Recruiters focus on credible communication, long-term trust, and matching candidates to roles that make sense professionally and personally.

The Recruiter Role

Recruiters working with Maverick Wellness Partners identify qualified candidates, introduce opportunities, screen for fit, and help move strong candidates through the hiring process. The role requires consistency, professionalism, and follow-through.

Primary responsibilities

Review assigned openings and understand the required specialty, location, schedule, compensation, setting, and must-have qualifications.
Source qualified candidates using professional channels, referrals, databases, and direct outreach.
Conduct initial screening to confirm credentials, interest, availability, compensation expectations, and fit.
Submit accurate candidate information in the required format.
Maintain organized tracking notes for outreach, responses, submissions, interviews, and start dates.
Communicate professionally with candidates and internal contacts.

What recruiters should not do

Do not promise a candidate an interview, offer, pay package, start date, schedule, or relocation support unless that detail has been confirmed.
Do not represent yourself as an employee of a client facility or imply that you can make hiring decisions for the client.
Do not submit a candidate without permission from the candidate and without following submission requirements.
Do not exaggerate compensation, hide call requirements, or omit important details that could impact candidate fit.
Do not collect unnecessary sensitive personal information or store candidate information in unsecured locations.

Recruiter mindset

Your job is to create qualified conversations. A strong recruiter is fast, accurate, credible, and persistent without being pushy. The goal is not to chase every candidate; the goal is to find the right candidate and keep the process moving.

How the 1099 Independent Contractor Role Works

This recruiting role is structured as a 1099 independent contractor opportunity. That means the recruiter operates as an independent business professional rather than as a W-2 employee.

Independent role

Recruiters generally control how, when, and where they perform their recruiting work, subject to candidate submission standards, client requirements, and professional conduct expectations.

No employee benefits

Because this is not a W-2 employee role, recruiters should not expect employee benefits such as health insurance, paid time off, unemployment benefits, or employer payroll tax withholding.

Business expenses

Recruiters are generally responsible for their own business tools, phone, internet, job board access, sourcing tools, and other work-related expenses unless otherwise agreed in writing.

Tax responsibility

Independent contractors are generally responsible for tracking their income and expenses, filing required tax forms, and paying applicable federal, state, local, and self-employment taxes.

Important tax and classification note

This guide is not tax or legal advice. Independent contractors should consult a qualified tax professional or attorney about their individual situation. For general federal information, the IRS explains that worker classification considers behavioral control, financial control, and the relationship of the parties. The IRS also provides guidance on Form 1099-NEC and self-employed tax responsibilities.

Practical expectations

Complete required onboarding paperwork before recruiting or submitting candidates.
Use professional judgment and maintain your own work schedule.
Keep accurate records of outreach, candidate ownership, submissions, and status changes.
Protect candidate data and use secure, organized systems.
Understand that income is commission-based and not guaranteed.

Commission-Based Payment Structure

Core compensation rule

This is a 100% commission-based role. Each recruiter receives a $2,000 payout for each successful recruit who is hired and shows up to the job on the first scheduled day.

Item	How it works
Role type	1099 independent contractor recruiting role.
Pay structure	100% commission based. There is no hourly wage, base salary, draw, or guaranteed income.
Payout amount	$2,000 for each successful recruit.
Successful recruit	A candidate sourced or referred by the recruiter who is hired and shows up to the job on the first scheduled day.
Payment trigger	The payout is triggered after the start date is verified and the candidate has reported for day one.
No payout examples	No payout applies when a candidate is not hired, declines the role, no-shows before day one, is already active in the pipeline, or is submitted without approval or ownership confirmation.

Examples

Example: payout earned

A recruiter sources a CRNA, confirms interest, submits the candidate, the facility hires the candidate, and the candidate reports to work on day one. The recruiter earns $2,000.

Example: payout not earned

A recruiter speaks with a candidate who interviews but later declines, no-shows before the first day, or is not selected. No commission is earned because the candidate did not start.

Example: duplicate candidate

If a candidate is already active in the pipeline or was previously submitted by another recruiter, ownership must be reviewed before any payout is approved.

Example: incomplete submission

If a candidate is sent without required details, consent, or proof of fit, the submission may be rejected or delayed until corrected.

The Recruiting Workflow

Recruiting works best when each step is documented and intentional. The workflow below should be used as the standard process for moving candidates from sourced lead to successful start.

Step	Action	What good looks like
1	Review the opening	Understand specialty, location, schedule, compensation, call, setting, must-have requirements, and selling points.
2	Build the target profile	Identify who is qualified: specialty, board status, licenses, experience, geography, availability, and motivation.
3	Source candidates	Use LinkedIn, job boards, state licensing data, referrals, specialty networks, groups, and prior candidate lists.
4	Start outreach	Send concise messages that lead with role fit, location, compensation highlights, schedule, and why it may be worth a quick conversation.
5	Qualify the candidate	Confirm credentials, interest, availability, job preferences, compensation expectations, licensing, and deal-breakers.
6	Submit cleanly	Send a complete candidate summary with contact information, CV, credentials, availability, and fit notes.
7	Coordinate next steps	Help schedule interviews, answer logistical questions, and keep communication moving.
8	Stay close to the candidate	Follow up after interviews, reinforce fit, flag concerns early, and keep the candidate engaged.
9	Support offer acceptance	Clarify questions, help remove friction, and communicate concerns quickly. Do not make promises beyond confirmed details.
10	Verify start	The commission is earned when the successful recruit is hired and shows up on the first scheduled day.

How to Source and Create Candidate Conversations

Strong sourcing channels

LinkedIn search by specialty, title, geography, employer history, and clinical keywords.
Physician and provider job boards, specialty communities, and professional associations.
State licensing board databases and public provider directories where appropriate.
Referral requests from candidates, colleagues, classmates, former coworkers, and specialty networks.
Previous candidate lists, warm leads, and candidates who may be open to a better schedule, location, compensation package, or leadership opportunity.

Messaging principles

Lead with relevance: specialty, location, schedule, compensation highlights, and what makes the role worth considering.
Keep the first message short. The goal is to earn a conversation, not explain every detail in one message.
Be transparent. Do not hide major requirements such as call, onsite coverage, board certification, relocation, or procedure expectations.
Use a respectful follow-up cadence. Persistence is valuable; spam damages trust.

Simple outreach template

Initial message

Hi [Name], I am reaching out with Maverick Wellness Partners. We are helping a healthcare facility identify a [specialty or title] for an opportunity in [location]. The role offers [schedule highlight], [compensation or benefit highlight], and [clinical or lifestyle highlight]. Would you be open to a quick conversation to see if it could be a fit?

Follow-up message

Hi [Name], following up on the [specialty or title] opportunity in [location]. I thought it may be worth sharing because of [specific reason]. If you are open to hearing the details, I can send over a quick summary or schedule a brief call.

How to Be Successful at Sourcing Medical Providers

Sourcing medical providers requires more than sending a large number of messages. Physicians, advanced practice providers, CRNAs, and other clinical professionals are often busy, selective, and approached frequently by recruiters. Successful sourcing comes from being targeted, credible, organized, and consistent.

Start with the right target profile

Before reaching out, take time to understand the exact provider profile needed for the opening. Review the specialty, location, schedule, call requirements, license needs, board certification expectations, compensation range, and setting. A strong recruiter knows who is likely to fit before starting outreach.

What specialty or provider type is required?
Does the candidate need to be board-certified or board-eligible?
Is an active state license required, or will the facility consider someone willing to obtain one?
Is this role best suited for someone local, relocating, or open to travel?
What would make this opportunity attractive compared to their current role?
What are the likely deal-breakers, such as call, location, compensation, or schedule?

Use targeted searches instead of broad outreach

Broad outreach usually produces poor results. Instead, build focused candidate lists by specialty, state, license status, employer history, clinical background, and likely motivation. A smaller, better-targeted list is usually more valuable than a large list of poorly matched contacts.

Providers already located in or near the target state
Providers with training or work history connected to the region
Providers in the same specialty or similar clinical setting
Providers who may be open to better compensation, schedule, leadership, or lifestyle fit
Providers with locum experience for temporary coverage roles
Providers in neighboring states who may be realistic relocation or travel candidates

Use LinkedIn as a networking tool, not just a messaging tool

LinkedIn can be one of the strongest sourcing channels for healthcare recruiting, but it works best when recruiters use it to build credibility and relationships over time. The goal is not only to send direct messages. The goal is to create a professional network of physicians, advanced practice providers, CRNAs, healthcare leaders, and referral sources who recognize you as a credible recruiter.

Connect with providers in relevant specialties and locations
Follow hospitals, health systems, clinics, medical groups, and specialty organizations
Engage with healthcare-related posts in a thoughtful and professional way
Build visibility by sharing relevant hiring updates, role highlights, and professional insights
Stay connected with candidates who may not be ready now but could be open later
Ask for referrals from providers who are not personally interested
Identify career changes, relocations, promotions, fellowship completion, and other timing signals

LinkedIn connection request example

Hi [Name], I work with Maverick Wellness Partners helping connect physicians and advanced practice providers with healthcare opportunities. I wanted to connect in case a future role or referral opportunity is relevant.

LinkedIn outreach example

Hi [Name], thanks for connecting. I wanted to reach out because we are helping a healthcare facility identify a [specialty/provider type] for an opportunity in [location]. Based on your background in [specialty/setting], I thought it may be worth sharing. The role includes [schedule highlight], [compensation or lifestyle highlight], and [key selling point]. Would you be open to a quick conversation or would you prefer I send a short summary?

Build a consistent LinkedIn routine

LinkedIn sourcing works best when it is done consistently. Recruiters should spend time each week building their network, searching for providers, sending targeted connection requests, following up with previous conversations, and engaging with relevant healthcare content.

Add new provider connections in priority specialties and target states
Search for candidates by title, specialty, location, employer, and training background
Follow facilities, medical groups, and specialty associations connected to your recruiting focus
Send short, relevant messages to qualified providers
Follow up with providers who accepted a connection but did not respond
Comment professionally on relevant healthcare or career-related posts
Save strong profiles for future opportunities
Track every meaningful LinkedIn conversation in your candidate notes

Lead with relevance

Medical providers are more likely to respond when the message clearly connects to their background. Avoid generic messages that sound like mass outreach. Mention the specialty, location, schedule, compensation highlight, facility type, or lifestyle benefit early in the message.

Why are you contacting them?
What type of opportunity is this?
Where is it located?
Why might it be worth a conversation?
What is the next easy step?

Be professional and concise

Providers often read messages between patients, procedures, shifts, or administrative work. Keep outreach short, clear, and respectful. The goal of the first message is to start a qualified conversation.

Follow up without being pushy

Many strong candidates do not respond to the first message. Follow up with a specific reason the role may be relevant rather than simply asking if they saw the first message.

Focus on relationships

Not every provider will be interested right away. A candidate who is not ready today may be open later, or they may refer someone else. Treat every conversation professionally.

Use timing signals

Career changes, relocation, new certifications, fellowship completion, leadership changes, or public job changes can create stronger reasons to reach out.

Track everything

Successful sourcing depends on organized follow-up. Track who you contacted, when you contacted them, what role you mentioned, how they responded, and when to follow up again. This protects candidate ownership, prevents duplicate outreach, and helps you build a long-term provider network.

Candidate name
Specialty or provider type
Phone and email
Location
NPI if confirmed
Source
Date contacted
Role discussed
Response status
Follow-up date
Notes, concerns, and motivators

Sourcing success rule

A recruiter should never measure sourcing only by how many people they contact. The better measure is how many qualified, relevant, documented conversations they create. Be relevant, be accurate, be respectful, and stay consistent.

Screening Candidates and Submitting Cleanly

A clean submission saves time and increases credibility. Before submitting a candidate, confirm that they are interested, qualified, reachable, and aware of the major role details.

Core screening questions

What type of role are you looking for right now? Permanent, locum, full-time, part-time, leadership, or flexible schedule?
Are you board-certified or board-eligible in the required specialty?
Do you currently hold, or are you willing to obtain, the required state license?
What is your ideal location, and are you open to relocation or travel?
What schedule, call structure, and clinical setting are you willing to consider?
What compensation range or benefits are most important to you?
What would need to be true for you to seriously consider making a move?
When could you interview, and when would you realistically be available to start?

Candidate submission packet

Submission item	What to include
Candidate identity	Full name, phone, email, current location, and preferred method of contact.
Role interest	Which opening they are interested in and why the role fits their goals.
Clinical fit	Specialty, board status, license status, years of experience, relevant case or procedure experience, and any required certifications.
Availability	Earliest start date, interview availability, relocation interest, work schedule preferences, and call tolerance.
Compensation	Current target range, must-have benefits, relocation needs, and known deal-breakers.
Candidate documents	Updated CV or resume and any requested supporting materials. Do not collect unnecessary personal information.
Recruiter notes	Concise fit summary, concerns, motivators, and why the candidate should be prioritized.

Candidate ownership standard

Track every qualified candidate interaction with date, role, contact information, and status. Candidate ownership should be documented before submission to avoid duplicate candidates and payout disputes.

How to Submit an Applicant for Review

Once a candidate has been screened and has given permission to be represented for a specific opportunity, submit the applicant through the Maverick Wellness Partners applicant review form. The goal is to provide enough detail for an efficient internal review without overcollecting unnecessary information.

Submission workflow

Step	Action	Standard
1	Confirm candidate permission	Do not submit a candidate for review unless they have agreed to be represented for that specific opportunity.
2	Screen for role fit	Confirm specialty, board status, license status, location interest, schedule preferences, compensation expectations, and availability.
3	Gather core details	Collect the candidate's full name, phone, email, current location, CV or resume, target role, and recruiter fit notes.
4	Look up NPI when applicable	Use the NPI Registry link to help identify the provider. Do not guess if multiple records appear or the match is unclear.
5	Submit through the form	Complete every required field in the applicant review form and include a concise, professional candidate summary.
6	Track the submission	Record the submission date, role, candidate name, NPI if confirmed, documents provided, status, and next follow-up date.

Submission standard

A candidate should be submitted only after they are interested, reachable, qualified for the opening, and aware of the major role details. Submitting incomplete or unconfirmed candidates slows the review process and may create ownership disputes.

NPI Lookup and Submission Quality

For physicians, advanced practice providers, CRNAs, and other clinicians with an NPI, the NPI Registry can be used as a quick lookup tool to help confirm provider identity and capture the NPI number for the submission packet.

NPI Registry Lookup

Use this registry link to search for a provider by NPI number or by name and state. Use the result only when the match is clear.

Open the NPI Registry Lookup

How to use the NPI lookup

Search by the candidate's NPI number when they provide one, or search by first name, last name, and state when they do not.
Confirm that the record reasonably matches the candidate's name, provider type, specialty or taxonomy, and location information.
Copy the NPI number into the applicant review form or your recruiter notes when the match is clear.
If several results appear and you are not sure which record is correct, do not guess. Mark the NPI as not confirmed and ask the candidate to verify it.
Remember that an NPI lookup does not replace license, board certification, employment history, credentialing, or client-specific verification requirements.

Before submitting, confirm

Candidate information

Full legal name and preferred name
Phone number and email address
Current city/state and relocation interest
CV/resume or required candidate document

Role fit information

Opening or specialty being submitted for
Board certification or eligibility status
License status and willingness to obtain license
Availability, compensation expectations, and known deal-breakers

Best practice

Keep your own candidate tracking notes updated immediately after submitting the form. Record the submission date, role, candidate name, NPI if confirmed, and follow-up status so candidate ownership and commission eligibility can be reviewed clearly later.

Professional Standards and Candidate Experience

Maverick Wellness Partners should be represented with professionalism in every candidate interaction. Recruiters are often the first impression a clinician has of the business and the client opportunity.

Accuracy

Share confirmed details only. When something is unknown, say that you will verify it rather than guessing.

Speed

Respond quickly to interested candidates. High-quality clinical candidates often have multiple options.

Confidentiality

Handle candidate contact information, CVs, compensation discussions, and career motivations with care.

Follow-through

If you say you will send a summary, schedule a call, or confirm a detail, do it promptly.

Candidate-first communication

Respect the candidate's time, clinical schedule, and decision process. A good experience builds referrals.

Client credibility

Submit candidates who are aligned with the role. Poor-fit submissions reduce trust and slow the process.

Do

Confirm candidate consent before submission.
Use concise, professional communication.
Document conversations and status updates.
Flag concerns early instead of hoping they disappear.
Ask for referrals from strong candidates, even if they are not personally interested.

Do not

Do not misrepresent the role, compensation, schedule, or facility.
Do not pressure candidates to accept roles that do not fit their goals.
Do not send candidate information to a facility or third party without authorization.
Do not use personal health information, protected clinical details, or unnecessary sensitive data in recruiting notes.

FAQ for New Recruiters

Am I an employee of Maverick Wellness Partners?

No. This role is structured as a 1099 independent contractor role, not a W-2 employee role.

Is there a base salary or hourly pay?

No. The role is 100% commission based. There is no hourly wage, base salary, draw, or guaranteed income.

How much do I earn per successful recruit?

Each recruiter receives a $2,000 payout for each successful recruit who is hired and shows up to the job on the first scheduled day.

When is commission earned?

Commission is earned when the candidate is hired and physically starts the job on the first scheduled day, subject to verification and candidate ownership standards.

What happens if the candidate accepts but does not show up?

No commission is earned if the candidate does not show up to the job on the first scheduled day.

What happens if two recruiters contact the same candidate?

Candidate ownership should be determined through documented first qualified contact, candidate status, and internal review. Always document candidate activity.

Can I work my own schedule?

Yes. As an independent contractor, you generally control your schedule and methods. However, recruiting success requires consistent outreach, responsiveness, and organized follow-up.

Do I pay my own taxes?

Independent contractors are generally responsible for their own tax filings, estimated tax payments, and self-employment tax obligations. Consult a qualified tax professional for personal advice.

Can I make promises to candidates?

No. Only communicate confirmed facts. Do not promise interviews, offers, pay, start dates, relocation support, call schedules, or remote options unless they are verified.

What makes a strong candidate submission?

A strong submission includes the candidate's CV, contact details, credentials, availability, compensation expectations, role interest, and a concise fit summary.

First Week Recruiter Checklist

Use this checklist to get started quickly and build a repeatable recruiting rhythm.

Set up your tools

Create a candidate tracking spreadsheet or CRM view, organize folders for role summaries, and prepare outreach templates.

Study active openings

Review each job listing and create a short selling-point summary: location, compensation, schedule, facility, requirements, and candidate fit.

Build target lists

Create candidate lists by specialty, geography, employer history, license status, and likely motivation.

Start outreach

Send targeted messages daily. Track all attempts, responses, follow-ups, and next steps.

Practice screening

Use a consistent screening structure so each candidate is evaluated fairly and completely.

Submit with quality

Only submit candidates who are interested, qualified, and documented with the required information.

Suggested daily recruiting rhythm

Review priority openings and target candidate profiles.
Add new candidates to your pipeline.
Send first-touch outreach and scheduled follow-ups.
Screen interested candidates and document key details.
Update candidate statuses before ending the day.
Ask every strong candidate for referrals.

Recruiter Introduction Guide